There is a steady rise in the number of remote workers globally. As a result, management staff often require employees to comply with a tracking system to ensure a level of productivity during telecommunication. However, these lead to trust issues as there are concerns of privacy and micromanagement.
The privacy concern falls on both sides of the conversation, as business owners are worried about sensitive information being exposed to the public. When workers use their company-issued devices in their homes, there is a possibility of other people gaining access to the enterprise’s data. Entrepreneurs have to make sure that their server rooms have access to uninterrupted power supply (UPS) solutions to protect their data from losses with or without a remote work setup.
For employees, they are worried about the intrusive nature of some trackers. Most companies use software to monitor the movement of their employees on their screens. Others require the employee’s camera to be on at all times, causing discomfort for those who work at home. It could be considered to be a relatively Orwellian style of managing workers compared to how supervisors work in a face-to-face setup. Instead, here are some aspects of trackers that companies should prioritize:
Since privacy is important to most employees and business owners, managers should consider trackers that uphold these concerns. Software that demonstrates a reputation of security and data privacy can be an asset, and it would provide employees with peace of mind while they are at work. Whether you are the employer or the employee, it can be reassuring to know that the boundaries between work and your personal life are secured.
Furthermore, protected assets such as transactions and data can mitigate losses in any business. This reduces the threats that arise with remote work. Even though providing the devices for employees to use in telecommunication is a common solution, adding an extra layer of protection can prevent unnecessary leaks.
One of the main reasons why employees prefer remote work is the flexibility that it provides. However, software that tracks every movement on the worker’s screen can be counterproductive since it could cause the build-up of anxiety and stress on a greater scale than face-to-face work interactions. Instead, employees should attempt to work on more flexible tracking arrangements.
An example of a flexible tracking arrangement is one where the device is not monitored. Instead, the employee can provide an end-of-day report regarding what they have accomplished for that day. This and other output-based trackers could lead to improved productivity for the workers because it will be output-oriented rather than focusing on the hours spent by the employee on their screens. Managers will also find it easier to monitor the progress of their subordinates and determine areas for improvement.
Remote workers enjoy autonomy in their work because they tend to have the liberty to work depending on the hours that best suit them. Providing them with trackers that can be edited shows the trust that employers have toward their employees. It also gives them the ability to collaborate and inform managers about the challenges or other nuances of particular tasks.
Another crucial aspect of remote work is the asynchronous nature of the interactions between employees. Allowing trackers to be editable can relieve the time pressure on workers to communicate with one another within a certain period. Regardless of the hours, employees can indicate their activity on the tracker as well as provide suggestions or comments regarding the task assigned to them. This provides transparency and accessibility to information that may be helpful to human resource managers and the supervisor of the worker.
Depending on the situation, some trackers may be better than others. But not everyone may be comfortable with how intrusive certain software can become. This poses a challenge for employers and workers alike regarding the boundaries between their jobs and personal lives. It can affect productivity and the overall well-being of employees when they are not valued as they wish to be. Bosses might find it difficult to keep important assets onboard when their requests are not prioritized because of the countless opportunities brought about by the great resignation.
Although the shift from face-to-face to a remote work setup can be challenging, the only way forward is by adapting to the circumstances at hand. Developing answers to concerns will encourage loyalty to the company as well as its resiliency. The reaction of businesses to the current employment gap will set a precedent for the future of work.